According to the Edelman “Trust Barometer” (a survey of 33,000 people in 28 countries), 1 in 3 employees don’t trust their employer (low organizational trust, in other words). Interestingly, the same research also highlights that trust decreases from top positions to the lowest. For instance, 64% of executives trust their organizations, while only 51% of managers and 48% of other staff trust their organizations. Surely, the trust factor will only diminish eventually at the grassroot level, which holds the key to critical moments of trust, & critical business metrics of C-SAT, NPS etc.
To our advantage, there has been phenomenal work at neuroscientific level in lead drivers of trust, objectively measuring it & specific behaviors that directly influence the lead trust drivers. There is validated research & data from Harvard Business Review, SHRM, Great Place to Work, Accenture, Gallup and Trust Edge that prove the benefits of building highly-trusted workplace.
Drawing upon validated research, The Organizational Trust Index assists organizations in objectively measuring 9 crucial behaviors required to build of trust. Yes, validated at neuroscience level, there are exactly (& only) 9 key elements that result in trust & trust building (also see, OKR’s – which equally resonate well with similar set of behaviors), thus The Organizational Trust Index enables Leaders in determining level of trust in organization and how best to build upon organization’s foundation of trust.
To determine Organizational Trust Index, the 9 key elements which directly influencing trust drivers are: Recognizing Excellence Socially, Induce Challenge Stress, Autonomy, Self Management, Openness, Caring, Mastery, Authentic & Psychological Safety. Also see, Organizational Trust (& not Organizational Engagement) : An absolute essential to building High Performance Organization for an elaborated read at The Brew on each of the elements & key behaviors influencing these elements lead to an objective measure of Organizational Trust Index.
The Organizational Trust Index enables Organizations & Leaders with the following:
- Ascertain the current state of trust & culture of trust building – At an Aggregate level (with an objective Organizational Trust score) & Elemental Level (Excellence Recognition, Challenge Stress, Autonomy etc.)
- Identify specific strategies for building trust at the workplace, improving Leadership Effectiveness, Organizational Effectiveness & Performance (at Aggregate Level & at Individual Element Level)
- Determination of ‘end state’ , basis the organizational context, growth goals, talent target groups & industry competitiveness
- Optimal Organizational Trust building strategy for the current stage
- Along with enabling organizations to ascertain their current score, the index helps with inputs and ‘must haves’ for a plan of upward progression
Why take Organizational Trust Index, to enhance your Leadership Effectiveness, Organizational Effectiveness & Performance?
- Enables Leaders & Organizations to build high performance diverse workplaces, which attracts – retains – keeps engaged high quality diverse talent – identify root causes & improvements in innovation, profitability & revenues
- To understand & map the organizational culture, confidence, investedness & stickiness with respect to what keeps employees ticking internally, Trust !!
- Inspire higher levels of motivation, productivity, and workplace satisfaction
- Build competitive advantage & drive better business performance and outcomes, demonstrating a successful culmination of Leadership Practices, Organizational Practices & human capital potential
About Trust & Organizational Trust
Trust or lack thereof, has a measurable impact across all the critical metrics & indicators of an organization. What is profoundly surprising is that even though we intuitively know that trust is important (in addition to above scientific validations). Having said that, before the early years of millennia, we were yet to determine consistent methodology to measure the trust factor within an organization. Until then Organizations have relied upon pseudo markers of customer loyalty surveys or employee engagement & satisfaction surveys to determine how employees perceive the organizational sentiments & behaviors.
Dr. Paul Zak, in his insightful research on The Neuroscience of Trust (2017), quantifies the characteristics of trust at workplace: Compared with people at low-trust companies, people at high-trust companies report: 74% less stress, 106% more energy at work, 50% higher productivity, 13% fewer sick days, 76% more engagement, 29% more satisfaction with their lives, 40% less burnout. This is equally corroborated by another of most comprehensive evidence based studies undertaken by Google – Project Aristotle’s goal was to answer the question, ‘What makes a team effective at Google ?’. Psychological Safety, Dependability, Structure & Clarity, Meaning, and Impact were the driving factors to determine team’s effectiveness. Not surprisingly, the first 3 elements are closely related to culture of building trust.
About The Brew
The Brew, enables high impact solutions on levers of human capital, enhancing organizational performance – capability – effectiveness yield, basing to build high performance teams & sustainable high impact workplaces, with ultimate objective to create competitive advantages. Be it building high performing workplaces, or high potential teams, improving organizational effectiveness, or organizational trust, engagement, embedded-ness, culture or to improve business outcomes, human capital ROI – we leverage our demonstrated competence in these outcomes to transform organization. Check out The Brew & The Brew Store for further info.